This dissertation proposal is divided into three critical chapters: introduction, literature review, and methodology. The first chapter focuses on the illustration of few concepts with reference to the research questions and scope. This is through evaluation of the problem background. Introduction also provides an evaluation of the purpose of the study in accordance with analysis of three critical components. These components of the purpose of the study include employment, firm's values and climate, and relevant factors essential in the improvement of employment of persons with disabilities in various organizations. Introduction also elaborates on the concepts such as hypothesis, research questions, and definition of key terms, limitation, delimitation of the research project, and targets or beneficiaries of the research exercise.

The second chapter of the study constitutes analysis of the previous research exercises with reference to the research project and scope. This is through critical examination of the concept of disability, statistics for individuals with disabilities, and economic incentives that would promote recruitment of employees with disabilities by diverse employers. Literature review also seeks to examine factors affecting the effectiveness of economic incentives for employers, lack of information and knowledge in relation to the incentives, and misconceptions or myths about persons with disabilities. Other components of the second chapter of the proposal include inaccessible hiring strategies, unemployment among persons with disabilities, and conflict in accordance with the existing programs and projects.

Chapter three of the dissertation focuses on the illustration of the methodology that would be implemented in the execution of the research process. This is through examination of the research design, selection of the participants, instrumentation, procedures, and analysis of the findings of the research project.

Examining The Effectiveness of Economic Incentives For Employers On Employment Rates For People With Disabilities in Atlanta

Chapter One: Introduction

According to U.S. statistics, about one out of every five people in Atlanta are disabled and one out of every three are completely disabled. During the principal employable years, 70% of people in Atlanta without disability have employment or a corporate equated with 67% of those with a less infirmity and 30% of those whose disability is bad (Bagenstos, 2010). The occupation rate of persons with infirmities remained constant in the 1980s in spite of a steady economy and effective landmark statute. With the enactment of the Americans with Disabilities Act (ADA), the disabled people were free from any victimization. Today, the employment rate for persons with disabilities is still improving. The unemployed rate of persons with disabilities is a major factor that determines the economic status of a nation.

Every year, the local governments in Atlanta spend more resources to sustain persons with disabilities than it uses to assist them acquire employment opportunities. According to Budget (2005), the low-slung work rate of persons with disabilities assumption is that it will cost the Atlanta's budget more than $2,500 billion per annum. Several individuals in Atlanta have debated that the ADA has had the conflict of its proposed outcome and really dispirited the hiring of persons with incapacities. The outlook that human resource specialists have towards the ADA and what human resource experts believe, are the finest ways to recover the hiring of persons with disabilities. The effort corporations put into employing persons with disabilities is what this research handles. It provides an awareness of the causes and ways of solving the problems in Atlanta.

Problem background

According to Organization for Economic Co-operation and Development (OECD), (2010) human resource experts' familiarity differs considerably for the different employer incentives for employing persons with disabilities. They however know a lot regarding the Veterans Job Training Act, Welfare-to-Work Tax Credit and the Work Opportunity Tax Credit. This is why they have less information regarding the disabled. The size of the corporate also determines the information they have in regard to disability and the employers incentives. Small organizations prefer to maintain a low profile and avoid employing a disabled person. Most organizations do not involve themselves with the employers' incentives because they simply do not distinguish the advantage of it. They blame the local government of Atlanta for not giving quality incentives in order to motivate the organizations to employ disabled people.

According to OECD (2003), the government should increase the incentives in order to attract more organizations including small firms. Top global companies also contribute to the low rate of unemployment of the persons with disabilities. The control big market shares enjoy the benefit of strong competitive advantage and qualified personnel. They should therefore lead by example that by increasing the rate of employment of the persons with disabilities. In essence, they became role models to their subordinate staffs and other emerging companies. This study proposes that economic incentives from employer's rates for people with disabilities are unfamiliar to HR specialists and most corporations.

Improved use of economic incentives and the enhancement of the employment rate for persons with disabilities possibly transpire if there is inefficiency in the distribution of economic incentives. Improving the hiring of persons with disabilities is not just through the availability of Atlanta's incentive plans; announcement of these plans must be flawless and operative. For instance, HR specialists to identify the necessity for top management and show the rest the way out and tell them the importance of ethics.

According to OECD (2012), improving the hiring of persons with disabilities involves forming a friendly atmosphere. This does not mean firms have to suffer large expenses for equitable adjustments. Most adjustments often purpose to improve the rate of employment for the disabled persons and are less costly. Even though creating employment opportunities for persons with disabilities is essential, the organization must ensure that these people enjoy equity and all other health and employment benefits. This involves aggregating the compassion and awareness of all workers towards those with disabilities.

HR specialists in this study indicated that firms in Atlanta employ a very small effort to recruit persons with disabilities. Increasing employing efforts to influence foundations of qualified persons with disabilities will escalate the chance to work. Many firms are available to support employers and HR specialists in gaining access to the talented persons. The ADA has had a diversifying influence on the work of persons with disabilities in Atlanta. On the one hand, it has formed the need for firms to ponder competent persons with disabilities for work. HR specialists come to a consensus that the ADA did have an affirmative influence on hiring persons with disabilities. Generally, the ADA has formed an insight that firms may suffer legal defies if they fail to employ persons with disabilities. HR specialists must come into consensus with the actualities of the regulations, but pledge fears with facts.

According to UNECE Ministries Conference on Ageing (2008) current research on disability regulation cases revealed that 85% of the resolutions were satisfactory for the employer, from either immediate verdict or the benefits of the situation. Furthermore, later Supreme Court cases have advance explanations on intricate law, making it simpler for HR specialists apply it in their firms. It will necessitate many tactics and the resourcefulness and sponsorship of top organization and HR specialists in Atlanta.

Purpose of the study

The study examines the Effectiveness of Economic Incentives for Employers on employment Rates for People with Disabilities in Atlanta. The government is making possible in persuading organizations to incorporate persons with disabilities in their work environments. As OECD (2003) asserts, regardless of the enactment of the Americans with Disabilities Act, there is still a high rate of unemployment for people with disabilities. The Society for Human Resource Management (SHRM) in partnership with the, University of Texas at San Antonio (UTSA), Cerebral Palsy Research Foundation (CPRF) and Wichita State University (WSU) together conducted a research to get information on the reduced recruitment rate for persons with disabilities. The principal emphasis of the research will be to find out how familiar HR specialists were concerning various state incentives for hiring persons with disabilities.

Moreover, the study seeks to find out how many firms really appreciate employer incentives and who in the firms make policies about implementing them. A minor focus of the research will be to evaluate HR specialists' outlooks and sentiments concerning…[continue]

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